- Parsa Overseas Pvt. Ltd. recruitment payments do not amount to modern labour, it has been evident to other authorities that it can coach debt bondage and the condition of freedom. The law is explicit on what a recruitment
agency can and cannot assess a potential worker. An employment agency must not assess a charge on potential workers a fee for finding your work or attempting to find that person work. Nevertheless, the agency may levy for other services including, but not confined to, provision training, preparation of an appropriate CV, accommodation, conveyance, and uniform.
ETHICAL RECRUITMENT
Our team of consulting connoisseurs in equilibrium, engagement, leadership evolution, govt. search, and surveys, use industry-leading information and analytics to empower shoppers. Parsa Overseas Pvt. Ltd. manage to strengthen expertise and command to tailor universal consulting solutions. At Parsa Overseas Pvt. Ltd. Human Resources and Compensation Consulting applies, we supervise organisations to attract talent, have interaction workers, facilitate development leaders, and reward success to optimise structure well-being.
FAIR SOURCING
Recruiting in this day and age could be a challenge. It’s obtaining a lot of this with throw companies and throw appropriations however with identical common results. Parsa Overseas Pvt. Ltd. operates to grant a number of the greatest common enlisting challenges that you merely can be encountering in your career and information concerning how you’ll be able to overwhelm them.
RESPONSIBLE PLACEMENT
Employment businesses like Parsa Overseas Pvt. Ltd. also typically referred to as agencies interact with a work-seeker. Employment agencies realise work with work-seekers UN agency fair measure used and produced by employers. This is often known as ‘permanent employment ‘as a result of once the employee has been taken on, they’re a worker of the corporation they’re operating for. Nevertheless, completely different rules apply to recreation and modelling.
Recruitment Process
Our deep understanding of the enterprise psyche, coupled with multi-dimensional analytical technique enables us to assess issues and suggest solution approaches in alignment with a global vision. Our experience of more than two decades in the human talent sourcing business has helped us to create a powerful tool for assessing the organisational climate, employee attitude, employee morale, motivation and commitment to the organisational goals and advising the corporate world about remedial solutions.
Initial Documentation Process
On receipt of a job order request, a consultant is assigned to the portfolio. A set of documents is usually required for overseas recruitment from most countries and in most cases these need to be legalised in the respective embassies. Our consultant will provide the draft set of these documents.
Advertisement
Advertisements are placed in local and regional media, in order to attract the best available candidate. We also place a huge emphasis on online job boards and forums and actively promote all vacancies.
Trade Test
For skilled categories, trade tests are conducted at approved centre.
Prescreening And Forwarding
Our consultant screens them before forwarding it to the client for consideration.
Interview
We will arrange for the candidates to be interviewed as agreed and convenient. Video conferencing, skype and/or telephonic interviews may be arranged as required.
Medical Fitness
Once the candidates are shortlisted and selected, a reference check may be conducted based on the position recruited for. All selected candidates have to undergo a compulsory medical fitness test.
Employment Agreement
On receipt of appointment letters, required documents for visa application are processed and dispatched to the client.
Constant coordination is maintained between the client’s office and our associates all over our country to ensure that the candidates are mobilised in the shortest possible time. (Screens the short-listed candidates by pre-interview.)
Orientation
Prior to the departure of workers the orientation briefing is organised to make all workers fully aware of the employment company, country’s laws and orders, labour laws immigration policy and maintain understanding and cordiality themselves and aim of the particular activity of the individual. The Orientation takes special care in briefing them to strictly abide by the guidelines in the field of their employment and direct them to maintain good circumstances and motivate them to their duties/responsibilities.
Travelling Arrangement
In all cases, we send all the visa endorsement, passport to the concerned airlines, to confirm the scheduled flight from Nepal to the destination country. PTA to any airlines operating from Kathmandu shall be sent after our final confirmation.
Termination Of Employment
In case of any termination of any employee under non performance or disciplinary action Client should provide concrete evidence and termination letter along with exit interview details addressing Parsa Overseas. and a CC to the Ministry of Labor Nepal
Required Documents Requirements of documents for seeking employment may vary from one country to another. It also depends on whether the embassy of the recruiting country has/has not a diplomatic mission in Nepal. Hence, we demand two types of documents before making a final decision for sending workers overseas.
Principle Documents:
1. Demand Letter
2. Power of Attorney
3. Employment Contract
4. Service Agreement between Company & our Company
5. Guarantee Letter
Demand Letter
Addressed to authorising Parsa Overseas Kathmandu, Nepal mentioning the number of workers required in each category with salary, duty hour, food, accommodation & other benefits to workers.
Power of Attorney
Addressed to authorising Parsa Overseas Kathmandu, Nepal to be true and lawful attorney and agent of Nepal.
Service Agreement
Employing Company should provide us service agreement between company and recruitment agency in Nepal.
Employment Contract One copy each signed and Sealed by the employer & employee.
Guarantee Letter
Signed and stamped copy by the employer company should be mention that not to be deploy to other countries for work purpose.For The Kingdom of Saudi Arabia
Following additional Documents are essential for KSA only.
AUTHORIZATION LETTER/COUNSELOR LETTER
COMPANY REGISTRATION (CR) COPY
VISA APPROVAL SLIP (BANK SLIP)
Note: Documents Should be duly sealed by the Ministry of Foreign Affairs, Chamber of Commerce or concerned Government Authority & Nepalese Embassy of the respective country.
Terms & Conditions “RESPONSIBILITIES OF BOTH PARTIES”
- The FIRST PARTY shall issue the Demand letter to the SECOND PARTY mentioning the number of workers required and the categories, salary and other service conditions , along with Power of Attorney, Guarantee Letter, Inter Party Agreement and Employment Contract (authorising the SECOND PARTY) to recruit workers from Nepal on behalf of the FIRST PARTY. Demand Letter and Power of Attorney should be attested by the Chamber of Commerce and industry of the employing country, Foreign Ministry and The Nepalese Embassy.
- Both parties herein shall obtain the approval of the respective governments to source, recruit and supply the workers as per the rules and regulations of both countries in regard to the conditions necessary to source and outsource.
- The SECOND PARTY shall be responsible for short-listing of qualified candidates according to their trade qualifications and experiences in conformity with the FIRST PARTY’S requirements. The SECOND PARTY should notify the FIRST PARTY of such short listed, qualified candidates who are ready for final Interview and selection.
- The FIRST PARTY has the right to either send his representative or give the SECOND PARTY the right to select, process and send such qualified workers at the SECOND PARTY’s full guarantee.
- The workers will be interviewed, tested and selected by a representative of the employer or by a SECOND PARTY on his behalf. The FIRST PARTY agrees to advise to the SECOND PARTY of its final list of the personnel selected through written consent and the desired mobilisation date on the respective site.
- The SECOND PARTY shall assist the workers in matters relating to Nepal immigration and government formalities, medical tests and Visa stamping from the relevant embassy where required and all other relevant approvals.
- The SECOND PARTY shall at his own expenses provide airport assistance to the departing selected workers and inform the FIRST PARTY of their arrival details by any means of communication, written consent or telephonic confirmation to receive them on arrival by the FIRST PARTY.
- The FIRST PARTY will be responsible for receiving the workers at the airport.
- The earning of the workers per month and other service conditions shall be as per the attached demand letter and contract document against each category. The FIRST PARTY should clearly inform the SECOND PARTY about the salary and any other deduction as Tax etc being paid by the employer and SECOND PARTY in turn should clearly inform the candidates accordingly, prior to mobilisation.
- Within the three (3) months probation period from the commencement of employment, if the employer finds the selected worker to be unfit, unqualified to continue the employment, refuse to work, failed the medical tests upon arrival or considered as a security threat, the EMPLOYER may replace the worker. The replacement of the unqualified worker shall be done by the SECOND PARTY at maximum of a month from the termination. All expenses incurred there shall be borne by the SECOND PARTY.
- Arrival of the selected workers will be within one month upon issuing their visas. For any delay rather than this period, the visas will be cancelled and the SECOND PARTY will shoulder all the governmental expenses for replacement.
- FIRST PARTY has to compensate the worker on their own expenditure if the worker will not get all facilities as per Employment Contract and the company collapses before contract periods.
- The FIRST PARTY agrees to bear the compensation in case of death or injury of the workers and also agrees to bear the cost of transport of dead bodies to Nepal as per the labour law of the country concerned.